Analysis On The Occupational Values Of Post 90s Employees And Management Strategy

The post 90s, which mainly refers to the younger generation that born in 1990 to 1999, has already became the burning topic after the post 80s. Since the last 90s have joint their high school, so far almost half of the post 90s have already set their steps into the society, and bring new forces to the enterprises. As a new type community, the post 90s entering the public view and earned the society's attention gradually with their prominent personality characteristics. They share the work opportunities, and consumption contribution with the post 60s,70s and 80s. Sometimes, they even could be threat to some the post 80s when talking about finding partners. Managing the post 90s employees effectively has already became a hot topic of the manager's common concerns, especially after a series of suicide of a big company. This paper will firstly analyze the professional values, and the performance management based on the post 90s employees'growth environment, and then running a questionnaire of the post 90s employees from a company's large call center. In order to find out the differences of the professional values, and the performance management between the different growth environments, this paper will apply some manners such as comparison analysis and correlation analysis. This paper will offer some valuable management suggestions on the post 90s managing and improving performance through empirical results.For objectively knowing the true values of the post 90s, this paper which in reference to the previous research results and methods, does not directly give the conclusion through the perspectives of theory and environment analysis, but through the specific forms of reflecting professional values. This questionnaire is designed with 52 questions, every 4 questions reflect an angle of values tendency, each of questions are set five level Likert scales and distributed to all employees oi-the call center to conduct research. The questionnaires are sent out by the internet system, and collected 756 questionnaires within 48 hours. After the recheck of the same questionnaire, some of them are removed because there arc more than 10 options in the questionnaire are sharing the same answer. After all, the final number of all the post 90s effective questionnaires is 354. The data will be matched with five basic aspects of the testers':gender, marital status, family structure, location, and education background, and also will be related to the past three months'salary, and then processing these data by using the descriptive analysis and statistical analysis tools of EXCEL. After analysis, this paper found that there are three main aspects that will be considered when the post 90s choosing their career:interpersonal relationships, a sense of achievement and financial reward. However, there is no evidence could prove that the professional values tendency and the basic background have significant relevance with the performance, but the performance shows a strong positive correlation with the education background.Even through, this paper does not achieve the initial expectations from the relevance angle, there are some findings during the research:no evidences could show there are significant differences between the post 90s and the 80s, most of the post 90s still holding a positive attitude and prefer to change there life conditions by their own efforts. Thus, this paper suggests the manager could treat the post 90s as all other employees, managing them equally and fairly. Secondly, it is important to build a harmony supportive team atmosphere, and reform the remuneration system could be more attractive. Furthermore, valuing their demand of Sense of accomplishment and the improvement of life quality, and offering them proper guidance. What is more, high pressure is the second reason that may create threat to the post 90s just after the income aspect during analyze the possible reasons of resigning, and high pressure that could not be vented may influence the work quality. Therefore, the managers should pay more attention on helping the post 90s employees to reduce their stress, and also helping them to develop a learning habit by creating a continuing study atmosphere, thereby can they have a capability of improving the performance.